Why Employees Don't Want To Roll Back DEI - Inform. Inspire. Empower.

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Employees to Corporations: DEI Is Non-Negotiable — Scaling Back Risks Morale, Retention, and Progress

As political pressure mounts, a resounding 84% of employees urge companies to double down on diversity, equity, and inclusion.

In an era marked by political polarization and corporate caution, one message is cutting through the noise: employees are demanding that diversity, equity, and inclusion (DEI) remain a priority.

A new survey from MyPerfectResume® reveals that 84% of U.S. employees want to see DEI efforts expanded, not diminished—even as political rhetoric and corporate unease put these initiatives at risk.

The Voice of the Workforce: “Don’t Roll DEI Back—Push It Forward”

The Impact of DEI Rollbacks survey gathered insights from over 1,000 U.S. employees and found a clear consensus: scaling back DEI is not only shortsighted—it’s harmful.

84% support expanding DEI programs.
Only 5% believe DEI efforts should be reduced.
69% fear corporate cutbacks will ripple across industries.

Employees aren’t just concerned with optics—they understand the deep, measurable impact DEI has on workplace culture, retention, and morale.

“The data is clear—employees value DEI programs and recognize their importance in fostering inclusive workplaces,” said Jasmine Escalera, career expert at MyPerfectResume. “Despite political pressures and corporate hesitations, these initiatives aren’t just ‘nice to have’—they are essential.”

The Cost of Cutting Back: Turnover and Low Morale on the Horizon

Rolling back DEI isn’t just unpopular—it’s risky. Companies that deprioritize inclusion are likely to pay the price in talent loss and declining morale:

65% believe DEI cutbacks will drive higher employee turnover.
64% say workplace morale will suffer significantly.
Over 90% expect a negative impact on culture.

DEI isn’t a box to check—it’s a core element of employee engagement, trust, and belonging.

What’s Blocking Progress? Barriers to DEI Success

While support is strong, employees also recognize that many companies are struggling to sustain DEI efforts. The most cited obstacles include:

29% say DEI lacks sufficient resources.
28% point to a lack of leadership commitment.

Leadership buy-in and budget allocation are critical to making DEI more than a performative gesture.

The Domino Effect: Industry-Wide Consequences if Big Brands Retreat

There’s real concern that if leading companies scale back DEI, others will follow:

69% worry about a ripple effect throughout industries.
Just 5% believe companies will stay the course on DEI regardless of political or economic pressure.

Corporate leadership doesn’t exist in a vacuum—employees expect companies to lead, not retreat.

What Employees Want: The Future of DEI Is Actionable, Accountable, and Transparent

Respondents outlined clear steps companies can take to bolster DEI efforts:

28% support investing in Employee Resource Groups (ERGs).
28% want clearer communication around DEI goals.
27% demand regular pay equity reviews.
27% emphasize diverse hiring and promotion practices.
26% want leadership accountability tied to DEI outcomes.

These are not abstract ideas—they are actionable solutions that foster trust and transparency in the workplace.

“Rolling back DEI efforts doesn’t just threaten progress—it creates an environment where employees feel unheard, undervalued, and more likely to leave,” Escalera adds.

The Bottom Line: DEI Is a Business Imperative, Not a Political Statement

Companies looking to retain top talent, foster innovation, and drive sustainable growth must see DEI for what it truly is: a competitive advantage and a core part of long-term success.

The workforce is watching. And they’re saying loud and clear: DEI must stay.

Access the Full Report

For a deeper dive into the Impact of DEI Rollbacks survey, visit:
👉 https://www.myperfectresume.com/career-center/careers/basics/dei-rollbacks
For press inquiries, contact Nathan Barber at [email protected].

Survey Methodology
Conducted on February 3, 2025, the survey gathered responses from 1,000 U.S. employees via Pollfish. It included multiple-choice, scale-based, and open-ended questions to understand perceptions of DEI rollback impacts and workplace priorities.